46. Which of the following is NOT true about citizenship behaviors?
a) citizenship behaviors contribute by building a positive organizational climate
b) citizenship behaviors can be focused on one’s job or the organization as a whole
c) citizenship behaviors contribute directly to organizational success by creating goods and services
d) an example of citizenship behavior is following organizational procedures even when it is not convenient
47. Which of the following is NOT true about counterproductive behaviors?
a) organizations whose employees engage in more counterproductive behaviors are more likely to have lower productivity
b) employees who engage in counterproductive behaviors are very unlikely to engage in citizenship behaviors
c) an employee who contributes high task and citizenship performance may still engage in counterproductive behaviors
d) counterproductive behaviors can be directed at the organization or individual level
48. Production deviance:
a) includes actions that destroy the assets of an organization
b) includes counterproductive behaviors that are targeted to particular individuals
c) includes aggression towards coworkers
d) occurs when employees do things that reduce the speed and accuracy at which goods and services are produced
49. Which of the following is NOT an example of political deviance?
a) taking unauthorized breaks
b) demonstrating favoritism
c) gossiping about coworkers
d) nonproductive competition
50. Which of the following does NOT help employees be more accepting of electronic monitoring?
a) when employees feel general support from the organization
b) when data from monitoring is used to improve employee performance
c) when employees are not made aware it is being used
d) when they are given advance notice that electronic monitoring will be used
51. In which situation are employees LESS likely to engage in counterproductive behaviors?
a) when the organization uses behavior monitoring software
b) when employees’ performance appraisal ratings may be influenced by counterproductive behaviors
c) when employees feel the organization has an interest in their well-being
d) when the organization does not tolerate personal aggression
52. Which of the following are errors that interfere with performance appraisals accurately representing an employee’s true contributions to the organization?
a) contamination and deficiency
b) counterproductive behaviors and citizenship behaviors
c) graphic rating scales and contamination
d) personal bias and deficiency
53. An organization using a performance appraisal with behavioral measures:
a) allows employees high levels of autonomy for completing work
b) typically has preferred ways and means of accomplishing work
c) is probably pursuing a Free Agent or Loyal Soldier HR strategy
d) is probably pursuing a Committed Expert HR strategy
54. An organization using a performance appraisal with outcome measures:
a) allows employees high levels of autonomy for completing work
b) should provide employees with a great deal of training dealing with how to accomplish work
c) is likely pursuing a Free Agent or Loyal Soldier HR strategy
d) is likely pursuing a Bargain Laborer HR strategy
55. A manager preparing performance appraisals is reluctant to give an employee a low rating because the employee’s performance is not as bad as the performance of another member of the work group. This is an example of which performance rating error?
a) central tendency
b) primacy error
c) halo effect
d) contrast error